The Impact of Information Technology on HR Management: Opportunities and Challenges Human Resource Management and the Impact of Information Technology Is the impact of information technology changing Human Resource Management? Information, technology impact is changing the whole concept of how the work place is managed, and I will point out the changes and enhancements to Human Resource Management and the employees. The information technology can save everyone time and expense once he or she learns how to use it efficiently. Human Resource will be impacted more than any other department.
Human Resource Department must be a eader in the implementation of emerging technologies. HR departments are harnessing technology to meet their goals to enhance efficiency and reduce cost, but most importantly, they are providing better service to their employees (“HR Logical”). Systems are being Implemented in the organizations that allow Human Resource Departments to enhance their efficiency for transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to actually maintain the data.
The new systems allow employee’s access to Human Resource information. They can etrieve and print information quickly and easily (“HR Logical”). Information technology is transforming the way human resource managers do their Jobs. Functions traditionally performed by Human Resource Management has changed or been eliminated due to the new information technology. As a result Human Resource Management has had to change from being personal specialist to becoming Internal consultants and analysts who must understand technology and what It can do for their organizations (“IT Changes”).
These new Information systems demand a level of technical sophistication and managerial skills far beyond what was required y the simple recording of standardized transactions in stand-alone data flles” ; (“Human Resource Implications”). This new information technology will involve changes in the working process and information flows of the organization (“Human Resource Implications”).
Although the information technology is simplifying our lives it is causing problems in areas such as Title structure, Recruitment, testing and selection, performance appraisal, rewards and compensation, training and professional development, which will be discussed In the following paragraphs (“Human Resource Implications”). Title structures are becoming a problem because of the technology requirements of Jobs changing so rapidly. Classification standards for one information specialty cannot be effectively established without reference to related fields and to the means by which individual professionals acquire the knowledge.
The full range of information technology and information resource management titles need to be identified and relationships among them explicit before in-depth work on individual titles can be effective” ;(“Human Resource Implications”). Many obs are related, to one another in practice, but are not connected by career ladders. Different kinds of technical Jobs may require different kinds of expertise although they are related they may not be interchangeable. For example, Mainframe installations are operated and managed very differently than installations of network computers (“Human Resource Implications”).
After Jobs are classified and career paths made possible the recruitment, testing and selection process becomes critical. The appropriate person must be hired for the appropriate Job at the appropriate time. Traditional methods for recruiting, testing and selection can be time consuming and expensive. New methods of selecting candidates are necessary. Selection of candidates requires recognition that highly complex technical skills are not readily transferable from one technology platform to another.
Alternatives would be to explore exams, which are constructed of modules that test for different technology backgrounds, and recruitment and selection process that allows emphasis to be placed on specific technology environments for which the organization is recruiting (“Human Resource Implications”). The information technology also demands continuous attention, and planned investment, in the workforce training. Training and development is of utmost importance an in order to get the best options human resource must explore all possibilities.
When budgets are low, organizations usually cut training first, but in todays technical world this is not very practical ;therefore, improved training and development is an important issue to the Human Resource Management Departments (“Human Resource Implications”). Human Resource Managaement must look for specific improvements such as: a centralized system for urchasing external training, adopt an investment rather than a cost-based approach to training, develop standard curricular for particular occupations, make more effective use of public resources, such as state university campuses (“Human Resource Implications”).
The performance appraisal, compensation and reward system must motivate people to adapt, adjust, and meet new challenges presented by technology. Career development should make an individual’s Job as successful as possible by employing an individual in capacities that make the best use of their talents. Technical excellence should be awarded, but not in a way that forces